Policy Guidelines for Administrative Evaluations
The term of office of department/unit heads and college level administrators, who report to the dean and have supervisory or budgetary authority (usually associate deans or those with equivalent responsibility), will be specifically determined at the time of appointment but shall not exceed five years in length. Reappointment to additional terms is possible. Individuals in these positions serve at the pleasure of the dean who determines whether or not annual reappointment is appropriate. This determination must include opportunity for input and due consideration of the views from the faculty and staff being served.
College level administrators holding staff positions will be evaluated annually by a supervising administrator. At least once every five years, faculty and staff being served by this position will be given the opportunity to provide input concerning the evaluation of the responsible administrator.
The reappointment of department/unit heads and college level administrators, who hold appointments with supervisory or budgetary authority (usually associate deans or those with equivalent responsibility), to additional terms shall be considered after a review which includes a reappointment advisory committee (for dean five year evaluations see C157). The reappointment advisory committee, primarily composed of faculty and staff members who are representatives of the group served, shall act in an advisory capacity to the administrator responsible for making the reappointment. As circumstances require, students, alumni, and representatives of other university-related groups may also be named as members of the reappointment advisory committee but the majority of its membership will consist of faculty when the administrative position has academic responsibilities. The reappointment advisory committee will be appointed by the administrator responsible for making the reappointment and will reflect recommendations from the group served.
The reappointment advisory committee shall keep the faculty and staff of the group being served regularly informed of the status of the review. As a component of the reappointment advisory committee's review, a confidential written survey will be sent to all faculty and staff holding appointments of five tenths time or more within the group being served. The survey shall provide opportunity for input on performance relative to established missions and goals, and on the overall effectiveness of and confidence in the department/unit head or college level administrator. The reappointment advisory committee, with the aid of administrative support staff, shall compile the results of the survey, and report the results as well as its recommendation to the administrator responsible for making the reappointment. The specific source of all input will be held in absolute confidence, and verbatim comments shall be edited to preserve confidentiality.
To be reappointed, the administrator should have, by a majority, the support of the faculty and staff under their supervision as well as the concurrence of the responsible administrator. If the opinion of the responsible administrator and that of a majority of the faculty and staff being served differ in regard to the reappointment decision, the next higher level administrator will assist in resolving the impasse. If a reappointment is made against the wishes of a majority of the faculty and staff, the rationale for the reappointment will be given to the faculty and staff by the administrators involved at a meeting called for that purpose. At this meeting, the reappointment advisory committee, faculty and staff will be given the opportunity to respond.